Behavioral
Behavioral Event
Event
Interview
Interview (BEI)
(BEI)
Overview
Overview and
and Technique
Technique
By
Dhanashree
Rakhi
Pranav Bangad

 
Megha Jankar
 

What is a Behavioral
Event Interview (BEI)?
It is a structured interview that is
• used to collect information about
past behavior.
• The Behavioral Event Interview is
the heart of the Job Competency
Assessment process

 
 

•
continue
BEI when conducted with an objective to
identify the competencies required for a
position, it is much like Critical Incidents
Technique which is used to systematically
identifying very detailed behavioral
descriptions that contribute to success or
failure of individuals in specific situations
encountered in performing the job.

 
 

Behavioral vs.
Traditional Interviews
• Behavioral interview is quite
different in several ways from
traditional interviewing techniques
and are one of the most effective
way to Job competency Assessment:

 
 

continue
• Traditional Interviews is the most
common type of interview
• The interview consists of a series of
questions that may or may not be
standardized

 
 

• Th
Thee beha
behavior
vioral
al int
interv
erview
iewer
er is fac
fact-f
t-find
inding
ing
and will focus on your actual past actions,
not what you "should" or "would" have done

• Instead of asking how you would behave in

a particular situation, the interviewer will
ask you to describe and interpret

 
 

Why BEI the most

preferred method?
• BEI has been the most effective
assessment method in identifying
skill level
• It can be considered a content valid
assessment method as it obtains a
sample of the person’s actual
behavior in the job.

 
 

Preparing for a Behavioral

Interview - Interviewee:
• Provide a short, concise overview of
the situation.
• Be
Be specific about your role in each
situation
• Ask the interviewer if he/she would
like more detail

 
 

Preparing
Interviewfor a Behavioral
- Interviewer:
• Develop key interviewing skills and
strategies to conduct competency-
based interviewing
• Use effective note-taking to
document interview proceedings for
future analysis

 
 

Interviewer needs a
solid understanding of
• How to develop questions that
reflect the principles of behavioral
interviewing to accurately assess
the Job Competency .
• What job competencies are and how
they relate to behavioral
interviewing.

 
 

“STAR” Technique
• What was the Situation in which you
were involved?
• What was the Task you needed to
accomplish?

•• What
What Action's) did
Results did you
you take?
achieve?

 
 

Standard Steps involved

in a BEI:
1. Int
Introduc
oducttion and
and Expl
Explaanation

2. JOB
JOB Des
Descrip
cripttion (Ro
(Roles &
Responsibilities

3. Behavioral Ev
Events

 
 

1. Intr
Introd
oduc
ucti
tion
on and
and Expla
Explana
nation :
tion
• The rrea
eall pu
purpos
osee ooff tth
his st
step in tth
he B
BE
EI
is to establish a sense of mutual trust and
good will between interviewer and the
interviewee
• Keep this part of the interview brief of
about 5-10 minutes

 
 

2. Job Description :
• What are your major tasks or
responsibilities
• most important job tasks, responsibilities
and desired output.
• Not m
moore tth
han 110
0 ttoo 15
15 m
miinutes sh
shou
oulld b
bee
spent on this part of the interview

 
 

3. Behavioral Events
• The purpose of this step iinn the BEI is to
get the interviewee to describe complete
stories of critical incidents. This section
should take up the bulk of the interview
time and should provide specific details

 
 

• “STAR technique” should use in any critical incident

SITUATION
• What was the situation? What events led up to it? Who was
involved

TASK
• What did you (the interviewee) want to do in the situation?

ACTION
• What did you actually do or say?

 
 

Key points – Do’s:

• Narration of Incident in a time
Sequence
• Discuss Actual Situation
• Use Probes for specifics
• Use Probes to uncover Coverts
behind Actions
• Manage Interviewee’s emotions

 
 

•
Key points – Don’ts:
Don’t use Questions that lead to Abstractions
-Hypothetical responses

• For example:

- Present tense: Why do you do that?

  Change it to: “What was going through your
mind when you did that?”

 
 

Limitations of BEI 
• Limitation arises from the fact that the
interviewer asks for decisions, actions,
thoughts, and feelings, but not for
knowledge or specific information that was
the basis for decisions, thoughts, or
actions.

• The interpretation and pattern finding

from the answers
interviewer solely
who may reside
or may noton
bethe
an
expert in Behavioral interview. This may
lead to guess work and personal judgment
of  the interview